Wage and Benefit Survey

Werling Associates, Inc. is proud to announce the upcoming publication of the 2017 Texas Society for Healthcare Human Resources Administration and Education (TSHHRAE) Wage and Benefit Survey. This survey is part of a continuing effort to provide human resource-related consulting services and support to the Texas Healthcare community. Please take a moment to review this page outlining highlights from the survey and contact us if you need additional information. To purchase the survey, complete the order form above and mail or fax it to Werling Associates, Inc., or email it to christy@werling.com.

To purchase the survey, complete the order form above and mail or fax it to Werling Associates, Inc., or email it to christy@werling.com.

Sponsorship

Werling Associates, Inc. would like to thank all participants for making this survey possible. In addition, we would like to thank the Texas Society for Healthcare Human Resources Administration and Education (TSHHRAE) for sponsoring the survey.

Timing of Survey

Wage data is reported as of February 1, 2017. Survey to be published late May 2017.

Report

The survey report provides the job number, job title, job description, and minimum education and/or certification for the positions. Data includes the number of organizations reporting data and the total number of employees for each job. Wage information reported for base pay and total compensation includes: average pay, 10th percentile, 25th percentile, median, 75th percentile, and 90th percentile. In accordance with the Department of Justice wage survey guidelines for safe harbor, results are provided where at least five organizations reported wage data. All individual participants' data is kept confidential.

Method of Data Collection and Analysis

The survey data was gathered by mailing and e-mailing questionnaires. Participants were asked to report data where at least 80% of the duties described are performed by the incumbent(s).

Data Interpretation

As with any survey, the information contained in the report must be interpreted with caution. Even with proper job matches, the reported wages reflect differentials based on a broad range of seniority and experience, job responsibility, organizational size, geographical differences and differences in pay policies. Users should take these differences into consideration when establishing pay rates.